Opening of Bids - 2021 Asphalt Materials Bid Proj No. 121-026 - Rieth Riley Construction

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r.nM_CTJ211P. TMAI 100% - Quality 100 Employee Owned Over 100 Years 5.9 Return to Dutv Testing A return to duty test will be required for all employees who have violated this policy (test positive or -refuse- to test). The employee may not return to duty until he or she passes (tests negative) a drug test and/or tests below any measurable level for breath alcohol and the MRO, or SAP, and Rieth=Riley have determine-d - - - - that the employee may return to duty. 5.10 Follow-u Testinz Any employee who has returned to work following a violation of this policy will be subject to fo ow -up testing. Rieth-Riley will require,_ at a minimum, six (6) folfow-up tests within the first twelve (12J months following an employee's return to work. Frequency of testing thereafter will be based on the recommendations of -the SAP. CMV Drivers will be tested in accordance with DOT regulations and the recommendations of the SAP. 5.11 Dilute Retesting 5.11.1 If a pre -employment dilute drug test result, regulated (DOT) or non -regulated, is reported by the MRO, it is required that all job candidates submit to another drug test as soon as the HRD can arrange it. A second dilute will be considered a positive and the job candidate will not be hired. 5.11.2 If an employee submits to a non -regulated (DOT) drug test and it is reported by the MRO as a dilute test, then it is required that the employee submit to another drug test as soon as the HRD cari arrange it. The employee -- - - - - - - will be provided with a Dilute Form and the employee will be required to sign the form. A second dilute will result in termination of employment. 5.11.3 If an employee submits to a regulated (DOT) drug test and it is reported by the MRO as a dilute test, the results of the test will be the results of record. If negativeVut dilute, no further action will be required. If positive but dilute, the test will be treated as a positive and all policy requirements for a positive test will be followed. 6.0 EMPLOYEE ASSISTANCE PROGRAM ("EAP") 6.1 Initial Evaluation 6.1.1 The SAP will provide a comprehensive face-to-face assessment and clinical evaluation and recommend a course of education and/or treatment with which the employee must demonstrate successful compliance prior to returning to DOT safety -sensitive duty. 6.1.2 Neither Rieth-Riley nor an employee may seek or rely upon a second SAP evaluation, if the employee already has been evaluated by a qualified SAP. 6.1.3 No one may change the SAYS initial evaluation, except that the SAP who made the evaluation may modify the evaluation based on new or additional information. 6.2 Referral The SAP will serve as a referral source to assist the employee's entry into an education and/or treatment program. 6.3 Follow -Up Evaluation 6.3.1 The SAP will re-evaluate the employee to determine if the employee has successfully carried out the SAP's education and/or treatment recommendations. In order to do so, the SAP must: A. Confer with or obtain appropriate documentation from the appropriate education anti/or treatment program professionals where the employee was referred; and B. Conduct a face -to face clinical interview with the employee to determine if the employee demonstrates successful compliance with the SAP s initial evaluation recommendations. 6.3.2 If the employee has demonstrated successful compliance, the SAP shall provide a written report directly to the DER, highlighting the SAP's clinical determination that the employee has complied with the initial evaluation recommendation. 6.3.3 If the employee has not demonstrated successful compliance with the SAP's recommendations, the SAP will provide written notice directly to the DER. After receiving the SAP's written notice, Rieth-Riley will not return the employee to the performance of safety -sensitive duties. 6.3.4 The SAP may conduct additional follow-up evaluations if Rieth-Riley determines that doing so is consistent with the employee's progress as the SAP has reported it and with Rieth-Riley's policy and the CBAs with the unions. 6.4 Additional Treatment, Aftercare or Support Group Services 6.4.1 If the SAP believes that ongoing services (in addition to follow-up tests) are needed to assist an employee to maintain sobriety or abstinence from drug use after the employee resumes the performance of safety -sensitive duties, the SAP must provide recommendations for these services in the follow-up evaluation report. 6A.2 As an employer receiving a recommendation for these services from a SAP, Rieth-Riley may, as part of a return -to -duty agreement with the employee, require the employee to participate in the recommended services. The SAP may monitor and document the employee's participation in the recommended services. Rieth-Riley may make use of EAP services in assisting and monitoring employees' compliance with SAP recommendations. 6.4.3 Employees are obligated to comply with SAP recommendations for these services.'If the employee fails or refuses to comply, the employee maybe subject to disciplinary action up to and including termination. 7.0 DISCIPLINARY PROCEDURES